Dr. Suzette Sutherland
speaker
230 appearances
4 recordings
1 series
first heard Aug 2024
last heard Jan 2025
Dr. Suzette Sutherland’s voice in public audio — every appearance, attributed to the second.
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And yet the paucity of research that's done on female sexual health and hormones included, to your point, right? So that's sort of a glaring one that we see, you know, in our area of urology for sure. So thanks for bringing that up. So yes, this becomes, you know, of course, this affects individuals.
It becomes then a generational issue, passing on misinformation from one generation to another concerning as your example, hormones, right? Then it becomes a population-based issue.
We hear all the time women going into the emergency room and they're having classic chest pain like an MI, right, a heart attack, and it's not diagnosed in a timely fashion where a man would come in with those same symptoms and the first thing they do is give them aspirin and do the whole routine for an MI, whatever, right? And women don't think about it.
So it becomes then not only a population-based thing, but we can think of it as a global issue too, right? Because this just expands the entire globe, women across the globe and how it impacts their health. So...
Yeah, that's a great point and a great example. And I love what you said, health is wealth. And certainly, and we think about that across the globe, we know that, right? And it's so important. Yeah. And as you also said, I love the productivity issue is just being a contributor to society, right? However, whatever role that takes, right? So that's awesome.
Let's look now at what people traditionally think when they think about gender gap. People think about compensation, but what we do is put that into a bucket called professional, right? Gender gap and the different issues that are at play there. So there are a number of assumptions that often get spewed, I would say. Misconceptions are what you like to call myths, right?
about the things that contribute to this gender gap. So I'd love to go over these, our four main myths, and take them one by one. So the first one is a very common one. We hear this all the time, that the reason there's a big gap is because it's a lifestyle choice. The women are choosing to not work as much because they are striving towards this perfect work-personal life balance.
But can you poke holes in that myth, please?
When you spoke about the difference in the pay structure then and how that changes, whether men or women are in the field, there's a great example that we have how certain tasks or procedures are compensated for. In urology, it's the difference between putting in a mesh synthetic sling for stress incontinence in a man and
versus the amount of money you make for putting in a mesh synthetic mid-urethral sling in a woman, which, by the way, was done in women way before it was done in men. And so it was a technique that was refined to fit the male anatomy, I would say, right? So it was in the women's world way before it was in the men's. But the compensation difference between those two are pretty outrageous.
Go ahead and tell us about that.
Yeah. So the other thing that you touched on a little bit, but in the same category with respect to what women are able to get during in their working environment compared to the men. And so a big thing that also can affect compensation is number one, you mentioned that they spend more time with their patients, but oftentimes they have less resources provided to them.
I don't know if it's an assumption or thought or aggressiveness on the part of their male colleagues, but just as an example, having more rooms in clinic, right? Or having more support staff or even having administrative assistant that takes care of more of the sort of menial tasks. The assumption is that the women can take care of their own menial tasks or be the one to do
Uncompensated work is their contribution to things in the department, right? Like plan the holiday party, whereas somebody else might be asked to write a paper and that helps them for their promotion. Me planning a holiday party doesn't help for my promotion. So those kinds of things really increase that gender gap as well.
Yeah. So that's encouraging that things are changing. And I think I wanted to touch on a big piece of this, especially with respect to the compensation issue is really transparency. Right. So if we give any advice, I think, to anybody about getting out there and negotiating for yourself is just ensuring that there's transparency.
You're dealing with an organization or you're dealing with someone who's going to be your boss who's really honestly being transparent because being told we don't do it like that here, everyone has the same compensation model, but then you find out there are lots of little cherries placed on the top that you're not privy to or you don't have that opportunity.
And so that's how the compensation increases, right? Or someone has more resources so they can be more productive. So they are getting bonuses and they look at... the woman and say, well, you're not working hard enough. You're not getting the bonus. Why don't you work harder? Well, I don't have the same resources. I don't have the same number of staff.
I don't have all the residents working with me. I don't have two rooms going at a time. All of those kinds of things. That's the lack of transparency, I think. And so it's super, super important to find yourself whole in a place where everything's really transparent. It should just be on the table.
So I'm going to switch gears here a little bit because we have three more myths to talk about. But this one is really, I think, the compensation one and all of the pieces that come into that are just such a big one. So one, the other myth is the competency issue, right? Right. So we call it the meritocracy myth, right?
So women and their merit, their sense of competency, and are they leadership worthy, right? Go ahead. Let's talk about that.
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